All Personnel
OP 4020.01(a)
MAINTAINING A DRUG AND ALCOHOL-FREE WORKPLACE
The County Superintendent is dedicated to providing employees with a safe and healthful
workplace. The use of drugs and/or alcohol in the work environment may not only affect one
individual’s productivity and performance, but also endanger the health, safety and welfare
of students, employees, the public, and the drug and/or alcohol user.
Use of drugs and/or alcohol in the workplace can result in criminal prosecution and/or
disciplinary action in accordance with County Office collective bargaining agreements, Merit
Rules, the County Superintendent’s policies, the California Education Code, and all other
applicable state and federal laws and regulations.
Employees who feel they have a drug or alcohol usage problem are urged to voluntarily seek
confidential assistance through available drug counseling, employee assistance and
rehabilitation programs.
Purpose: To maintain a drug- and alcohol-free work environment.
Timeline: Employee convicted of a criminal drug or alcohol statute violation occurring in
the workplace notifies the County Office within five days of the conviction.
Human Resources Department notifies federal granting to contracting agencies within ten
days of receiving notification from an employee or otherwise of a conviction for a violation
occurring within the workplace and initiates disciplinary action within 30 days.
Procedures:
1.
Human Resources Department provides each employee with a written notification of
the policy on maintaining a drug- and alcohol-free workplace.
2.
Human Resources Department maintains an ongoing drug- and alcohol-free
awareness program to inform employees about:
3.
•
The dangers of drug and alcohol abuse in the workplace
•
The County Office policy on maintaining a drug- and alcohol-free workplace
•
Any available drug and alcohol counseling, rehabilitation, and employee
assistance programs which are available
•
The penalties that may be imposed on employees for drug and alcohol abuse
violations
In the event that an employee is convicted of a criminal drug statute violation
(including a plea of nolo contendere) for a violation occurring in the workplace, s/he
must notify the County Office within five days of the conviction.
OP 4020.01(b)
MAINTAINING A DRUG AND ALCOHOL-FREE WORKPLACE (continued)
4.
Human Resources Department notifies appropriate federal agencies within ten days of
receiving notification of a conviction.
5.
Human Resources Department initiates disciplinary action against the convicted
employee within 30 days of being notified of the conviction. Such action will be
consistent with state and federal law, the appropriate employment contract, the
applicable collective bargaining agreement and County Office policies and
procedures.
In taking disciplinary action, the County Superintendent shall require termination when it is
required by law. When termination is not required by law, the County Superintendent shall
either take disciplinary action, up to and including termination, or require the employee to
satisfactorily participate and complete a drug/alcohol assistance or rehabilitation program
approved by a federal, state or local health or local law enforcement or other appropriate
agency. The County Superintendent’s decision shall be made in accordance with relevant
state and federal laws, employment contracts, collective bargaining agreements, Merit Rules,
and County Office policies and practices.
Note: The term “workplace” as it is used here refers to all premises where the programs,
activities and services of the County Office are conducted including all places and vehicles
where any employee performs any assigned duty.
SONOMA COUNTY OFFICE OF EDUCATION
Policy Reference: SP/E 4020, Drug and Alcohol-Free Workplace
Procedure approved: April 14, 2014
(0442.01)